SOIL’s Talent Appreciation process equips organizations with an end to end solution for aligning/creating their competency framework and in appreciating (assessing) talent, focusing on leveraging the organization/individual’s strengths. Organizations can effectively utilize the output of SOIL’s Talent Appreciation Process to strengthen the below key processes:
- SOIL’s Talent Appreciation process is an effective method for predicting a candidate's suitability for a job and can help organizations avoid making poor recruitment decisions and the costs associated with them.
- We customize our process as per the client’s requirements, by incorporating a variety of selection exercises, including behavioral interviews, group exercises, role-plays
- We also help organizations in developing a competency framework which is relevant to the role.
- While designing talent Appreciation process for promotions, SOIL helps clients create a competency framework to understand what the competencies a candidate needs to be successful at the next level.
- We then create exercises that are customized to reflect typical scenarios in the client organization.
- We use the report from Appreciation process, in conjunction with any available performance data, as well as assessments like SOIL 360 Leadership Survey, to share recommendations with the client.
- “Succession planning is a deliberate and systematic effort designed to ensure the continued effective performance of an organization, division, department, or
- The idea of succession planning is to assess Leadership Needs based on Future Demand. We help assess leadership capability required to achieve strategic goals, not just potential future vacancies in current roles.
- SOIL’s Talent appreciation process helps clients identify High Potential Employees (HIPOs) with capable of succeeding at a more senior and critical role. We do this by evaluating HIPOs in simulated scenarios, that help assess the strengths as well as development areas of the candidates.
- We also provide one-on-one Coaching to the shortlisted candidates, to help them in their developmental journey.
- Assessment center techniques used by highly skilled assessors can be a very powerful diagnostic tool for identifying leadership development needs. Simulations actively engage participants in identifying their own development needs because they can see for themselves how they are doing.
- Consider, for example, the need to develop delegation skills. Psychometric tests and 360° feedback might suggest that an executive could delegate more. But the question of exactly what the executive is doing or not doing is unclear. Using the medium of a role play, in which an executive is required to delegate, one can observe the actual leadership style, including choice of words and body language. This helps generate a more meaningful assessment, which can be used to create a customized development plan.